United Kingdom: Discrimination, Disability & Sexual Harassment

The Department for Business and Trade has released a comprehensive timeline detailing when key provisions of the Employment Rights Act 2025 will come into force, bringing significant changes to workplace rights, trade union powers, and employer obligations. From electronic balloting rights to extended tribunal time limits and strengthened harassment protections, these reforms will fundamentally reshape the employment landscape over the next two years.

The Supreme Court has delivered a landmark ruling on part-time worker discrimination claims, clarifying that these cases do not require a more stringent causation test than other forms of discrimination. The decision establishes that if part-time status is an effective cause of less favourable treatment, this alone is sufficient grounds for a successful claim.

The London Central Employment Tribunal's remedy ruling in Reeves v Goldman Sachs International examines whether progressive parental leave policies can shield employers from discrimination claims when their application results in unfair treatment. This landmark case explores the intersection of sex discrimination, parental leave rights, and redundancy procedures in senior financial services roles, raising critical questions about the gap between policy and practice in corporate culture.

Following a Call for Evidence last year, the Government has now published a consultation until 27 October 2026 on proposals to reform pay discrimination law. Phase one of the proposed reforms comprises changes to the current equal pay law and enforcement framework.

The Employment Rights Act introduces sweeping changes to UK employment law, from reducing unfair dismissal qualifying periods to strengthening trade union rights and banning exploitative practices. This comprehensive dashboard breaks down each reform by topic, clarifying current legal positions and what they will become under the Act. With implementation dates ranging from April 2026 through 2027, employers face a transformative period requiring careful preparation across multiple areas of workforce managem

Following Sir Keir Starmer's resignation, the UK is expected to have a new Prime Minister in Andy Burnham MP in the coming days. So, what would this mean for employment and business immigration?

The Employment Rights Act introduces sweeping changes to UK employment law, from reducing unfair dismissal qualifying periods to strengthening trade union rights and banning exploitative practices. This comprehensive dashboard breaks down each reform by topic, clarifying current legal positions and what they will become under the Act, with detailed implementation timelines and practical guidance for employers navigating this transformative legislation.

The circumstances in which interim relief is available are very limited. The threshold to prove that interim relief is appropriate is a high bar to meet.

With effect from 19 June 2026 the Data (Use and Access) Act 2025 introduces a new statutory right for employees and other individuals to raise data protection complaints directly with their employer.